November 5, 2013

posted Nov 26, 2013, 1:25 PM by Dawna Green   [ updated Nov 26, 2013, 1:27 PM ]
Attendees: Karen Campbell, Jim Moulton, John Simpson, Bethany Hanley, Bob Vail, Virginia Dwyer, Martha Leggat, Pete Wilson

Community Member: Greg Smith

Absent: Gigi Sanchez

Objectives: Review Search timeline,

                 Discuss Employment Advertisement Draft and District Brochure Draft,

                 Discuss compilation of Screening Committee,

                 Discuss Salary Range,

                 Name liaison

Discussion and Agreements

a) Search Timeline - Board reviewed and discussed complete timeline with our consultant, Dr. Ken DeBenedictis. Agreement: the Board approved the timeline.

b) Drafts of Ad and District Brochure - Ken reviewed the purpose of both recruitment pieces and shared that the Employment ad would be electronic and would be widely posted on 4 educational websites such as EdWeek and SchoolSpring as well as be distributed widely via email within New England.  Discussion was held regarding the depth and breadth of the distribution of search materials and the Board felt comfortable with the nationwide distribution through large publications as well as the targeted regionalized approach that Ken described.  Agreement: The Board agreed to a sub-committee comprised of Bethany Hanley, John Simpson, and Martha Leggat to finalize the drafts.  Bethany indicated that perhaps the Communication Committee would be able to be involved. Finalized brochures and advertisement to the board by Wednesday, November 13 for review, and to Ken Debenedictis on Friday, November 15th.

c) Compilation of Screening Committee - Board discussed that there are 2 models to consider when developing a screening committee; 1) the full Board acts as the Screening and Hiring Committee.  Thought behind this model is that the Superintendent is the Board's only employee and as such it is the Board's responsibility to screen all potential candidates and hire it's one employee.  As elected officials, Board members represent the interests of the communities they serve and are generally representative of the community as a whole.  2) a screening committee comprised of several Board members, administrators, teachers, community members, students, etc. Thinking here is that this model is more inclusive, transparent, and involves varied stakeholders.

Ken recommends Option 2 and assured the Board that he has conducted over 40 searches using a search committee, has a defined process, and that it has always worked very well. At least one Board member expressed concern with populating a screening committee and the process that would be used. The Board was not asked to make a decision on this objective this night as it will be on our agenda next time, but was asked to consider how to populate the committee if Option 2 was chosen.

d) Discuss Salary Range - Present Superintendent salary was discussed, "Salary commensurate with experience" was discussed. . Ken indicated that he would have very detailed discussions with any potential candidates to be sure that all candidates understood the salary range (once established) and discussed having "an agreement in principle" with all final candidates so that the full scope of the salary and benefits were understood prior to final interviews and offers.  This prevents individuals from dropping out at the end over salary/benefits discussions.  Agreement : Use a more general statement for the advertising process and more specific range would be established later.

e) Name liaison - Ken suggested the Chair of the Board is generally this role and that he and the Chair already have established a working relationship.  Agreement: Board members agreed to having Karen Campbell as the liaison.